The 19th Amendment of the United States Constitution, which granted women the right to vote, was ratified in 1920. The suffrage movement the lead to this amendments ratification, was one of the greatest steps towards equality for all women in our government. However equality in society and in the workplace still have not been fully achieved. Feminist movements over the years and an overall change in our culture since then, have allowed for a greater social equality for women; however, stereotypes, discrimination in the workplace, job segregation, and the differentials of wages by gender continue to create a “glass ceiling”. The “glass ceiling” concept refers to the barriers faced by women and/or members of minorities who attempt to attain
…show more content…
These leaders often maintain the organizational hierarchy and traditional procedures relating to hiring, seniority, promotion, and other practices that benefit themselves at the seclusion of others. Organizations all to often mirror society’s perspective about which types of people are appropriate for different types of jobs. These cultural stereotypes and biases restrict the movement of qualified and motivated individuals from positions that they could perform exceedingly well in. Hiring and promotion decisions are suppose to be based upon merit and actual qualification for the position; instead many organizations continue to conform to society’s expectations for a persons particular position based upon gender, race, and class. A number of reports continue to show that women continue to be severely underrepresented on corporate boards and in corporate leadership. Of the CEO positions of the S&P 500 companies, which is comprised of the nations largest grossing and most successful corporations, only 21 women hold those positions, making up a meager percentage of 4.2% (Women CEOs of the S&P). Though few, these women are CEOs of major world renowned corporations such as PepsiCo., the largest food and beverage business by net revenue in North America, Yahoo Inc., a multinational technology company with 1 billion monthly active users, General Motors Co., car manufacture producing products in 37 countries, and Duke Energy Corp, the largest electric power holding company in the United States. It is important to note that even at these high level positions, the wage gap is still present. “In 2002, the median total compensation of male CEOs in nonprofit organizations was $147,085, approximately 50% higher than the average total of female CEOs ($98,108) in similar settings” (Lockwood).
These leaders often maintain the organizational hierarchy and traditional procedures relating to hiring, seniority, promotion, and other practices that benefit themselves at the seclusion of others. Organizations all to often mirror society’s perspective about which types of people are appropriate for different types of jobs. These cultural stereotypes and biases restrict the movement of qualified and motivated individuals from positions that they could perform exceedingly well in. Hiring and promotion decisions are suppose to be based upon merit and actual qualification for the position; instead many organizations continue to conform to society’s expectations for a persons particular position based upon gender, race, and class. A number of reports continue to show that women continue to be severely underrepresented on corporate boards and in corporate leadership. Of the CEO positions of the S&P 500 companies, which is comprised of the nations largest grossing and most successful corporations, only 21 women hold those positions, making up a meager percentage of 4.2% (Women CEOs of the S&P). Though few, these women are CEOs of major world renowned corporations such as PepsiCo., the largest food and beverage business by net revenue in North America, Yahoo Inc., a multinational technology company with 1 billion monthly active users, General Motors Co., car manufacture producing products in 37 countries, and Duke Energy Corp, the largest electric power holding company in the United States. It is important to note that even at these high level positions, the wage gap is still present. “In 2002, the median total compensation of male CEOs in nonprofit organizations was $147,085, approximately 50% higher than the average total of female CEOs ($98,108) in similar settings” (Lockwood).